Get the best fit candidate the first time around
Avoid the costs associated with re-recruiting
Avoid poor performing staff or an ineffective manager
There are three main points to consider:
The predictive validity coefficient of an assessment is directly proportional to the practical economic value of the assessment method (Schmidt & Hunter, 1998). This is because increased predictive validity leads to substantial increases in employee performance, including increased outputs, the increased monetary value of those outputs and increased learning of job-related skills (Schmidt & Hunter, 1998).
Reducing the odds: The use of psychometric assessments increases the validity and reduces the margin of error which is involved in any selection process. There will always be a proportion of false positives and false negatives but using valid psychometric assessment methods reduces the number of candidates falling into these categories.
To get the desired results, you need to be crystal-clear on what you want to measure, then allow a psychometrist to select a combination of the best assessments that are fit for purpose. It is essential that job profiles and competencies are clearly defined. If the job analysis and competency framework used as a basis for selecting appropriate tests is poorly compiled, then the assessment outcomes might not have as great an impact as what is desired.
